How exactly you can influence the developmentof the Company:

● Formulating and implementing the L&D strategy aligned with the company's strategic goals, business priorities, transformational projects, and people challenges.● Developing learning roadmaps for diverse audiences: C-level, senior leaders, people managers, middle management, individual contributors, and key talents.● Building a systematic approach to leadership development, including programs for managers, leadership labs, peer learning, business cases, and executive workshops.● Conducting learning needs analysis (LNA) based on business requests, performance reviews, people reviews, engagement surveys, 360-degree feedback, and input from HRBPs/HRPPs and managers.● Translating business problems into learning solutions: programs, workshops, case studies, simulations, mentorship, self-learning, and blended learning.● Integrating a competency-based approach into learning: learning paths, role expectations, behavioral indicators, and development aligned with role levels.● Ensuring and coordinating the launch, completion, and updates of mandatory trainings in collaboration with Compliance, Legal, Security, HRBPs/HRPPs, and other stakeholders.● Assessing knowledge retention post-training through tests, assessments, practical case studies, result analysis, and recommendations for refresher training.● Measuring L&D effectiveness via metrics such as attendance, completion rate, satisfaction (NPS/CSAT), knowledge checks, behavioral changes, and impact on performance, leadership quality, engagement, and retention.● Building and managing a pool of external providers, trainers, business schools, executive coaches, mentors, and experts.● Managing the L&D budget and ensuring the return on investment (ROI) in training.● Integrating learning into core people processes: hiring, onboarding, performance management, development, people reviews, talent reviews, and succession planning.● Fostering a culture of development, accountability, integrity, safety, and leadership maturity across the company.

Challenges for three months:

● Conducting an audit of current L&D processes, learning programs, providers, budgets, and regular mandatory trainings to identify gaps.● Ensuring the uninterrupted continuation of ongoing initiatives without any loss of productivity, including practical training for the C-level (business tours, coaching/mentoring, etc.).● Proposing an approach to leadership development, including practical formats for the C-level and senior leadership team.● Defining an approach to monitoring training completion, tracking completion rates, and assessing knowledge retention.● Implementing a baseline system for evaluating training effectiveness.● Defining metrics and targets for the L&D department's performance.● Launching regular L&D reporting for HR and business stakeholders, including insights, risks, and recommendations.

To achieve the results, you will need:

● 7+ years of experience in L&D / Talent Development / Leadership Development, preferably within IT, tech, scale-ups, or dynamic business environments.● 3-5+ years of experience in a leadership or managerial role.● Proven track record of building or significantly scaling an L&D function, learning roadmaps, leadership development programs, or a corporate learning ecosystem.● Ability to build a learning strategy based on company business goals, rather than just reacting to training requests.● Experience working with managers, senior leaders, or C-level executives: designing and facilitating practical learning formats, executive workshops, leadership labs, and business case studies.● Strong understanding of the competency-based approach: developing learning paths, role expectations, and behavioral indicators, as well as linking development to performance, people reviews, and talent reviews.● Experience conducting learning needs analysis (LNA) using data from performance reviews, engagement surveys, 360-degree feedback, and input from HRBPs/HRPPs and managers.● Experience collaborating with external providers, trainers, business schools, executive coaches, or mentors.

How do you manage your working hours?

● Flexible schedule based on role responsibilities● Days off with full compensation: 20 for personal needs, 10 for illness, 1 more on a birthday occasion (a gift from the company), up to 8 for blood donation